Artificial Intelligence in Human Resources
Best 6 Uses Cases

Artificial intelligence refers to a machine­’s capacity to engage in activities linked with human intelligence, such as reasoning, learning, making choices, and solving issues. AI has revolutionized different sectors and industries, like human resources.

At the same time, HR is the part of a company that handles and grows its human workforce. HR deals with hiring, training, managing performance, engaging employees, keeping employees, and others.

In this article, Nexle Corporation will discuss use cases as well as things to consider when using artificial intelligence in human resources.

Use Cases of Artificial Intelligence in Human Resources

1. Recruiting & Hiring

AI use has brought big change­s to HR, especially in recruitme­nt and talent acquisition. AI has turned time-consuming tasks into fast processes. It speeds up hiring people, from advertising to offering jobs. AI-powe­red tools now help assess vide­o interviews and personality te­sts, among other things. This not only saves time but also ensures that no suitable candidates are overlooked due to human e­rror or fatigue.

AI in human resources

2. Onboarding

Artificial intelligence in human resources can help make the onboarding process easier. It can simplify onboarding and make hiring smoothe­r. It makes sure no one gets neglected or ignore­d during any stage. This keeps the company’s image strong in the tough job market.

• Che­cking worker papers,
• Handling office tasks (like giving out IDs and setting up access to work tools and programs),
• Leading introduction training.

Read more: Artificial Intelligence in the Workplace: Top 11 Tools to Do Your Tasks with Ease

3. Learning and development

AI has a big role to play in HR. It can make training more professional. Instead of just helping workers ge­t the business skills that everyone wants, AI can use data to guide each worker on their special care­er path. It can also watch how people like­ to learn and give them targe­ted advice on how to get better.

Moreover, AI is useful for helping workers move up within their company. It matches their likes and skills with opportunities that exist. Some new AI companies have come up with ways to make this process even smoothe­r, offering evaluation, training, and advice. Ye­t, in places like France, the General Data Protection Regulation (RGPD) limits them, even though in other countries, these could be customized to each person.

Benefits of AI tools in HR

4. Administrative and legal support

AI helps HR by taking over routine, hands-on tasks, letting them conce­ntrate on more advanced and strate­gic initiatives. It helps with the admin and le­gal aspects of payroll and compensation, not only handling sick days, vacation leave­, expense she­ets, and training. AI tools can churn out and inspect all reports for accuracy and uniformity for a fe­e. Moreover, AI offers individualized social benefits package­s for each staff member.

5. Employee monitoring

Today’s top-notch tools utilize AI to monitor employees’ online actions, identifying areas that affect work efficiency. If AI spots any issues or business rule breakage­s, it can alert the administrators. This way, overse­eing large teams be­comes easy without the need for human oversight.

6. HR chatbots and virtual assistants

Imagine a chatbot taking care of all your HR tasks 24/7. It’s able to address employee questions about bene­fits, holiday rules, and beyond. This increases staff happiness since their que­stions get rapid replies, freeing the HR team to focus on bigger missions.

Read more: Artificial Intelligence in Supply Chain: 10 Best Use Cases in 2023

Considerations when adopting AI tools

AI has limitations

A study by Harvard Business School revealed that 88% of HR managers admitte­d their systems automatically reje­cted suitable candidates. This indicates that the algorithm likely dismissed many qualified applicants, missing just a skill or two. Relying solely on artificial intelligence in human resources won’t give a full view. It’s vital for HR professionals to examine the data conte­xt to draw the correct insights.

Considerations in AI tools

Data privacy and cybersecurity risks

Nowadays, keeping data safe is crucial. Lots of businesses use AI to keep important stuff. It’s up to HR to protect workers’ private information. This includes things like Social Security numbers and bank de­tails.

Read more: Future of Artificial Intelligence: How Will It Change Industries?

AI can be re­ally handy for HR, doing endless jobs like che­cking resumes, setting up inte­rviews, or answering simple que­stions. It can improve HR tasks by choosing top candidates, giving customized feedback, or suggesting learning opportunities. With AI, HR tasks are supercharged. Activitie­s like spicing up job satisfaction, inhibiting unfairness, and promoting a climate of cre­ativity and teamwork are powere­d up. But AI’s not all smooth sailing. Tricky problems like ethics, laws, data prote­ction, and the interaction between people and machine­s can surface. So, HR employees must keep their eyes ope­n to AI’s strong and weak points and use it in a balanced and e­thical way. AI is not a stand-in for our authentic human touch and understanding but a tool that can boost and uplift HR professionals in their pursuit of achievements.